Benefits of attracting and retaining a diverse workforce organization
Produce a report on the subject of Resourcing Talent in Organisations
In your report you should:
Identify and explain at least 3 organisational benefits of attracting and retaining a diverse
workforce
Identify and assess at least 4 factors that affect an organisation’s approach to attracting
Senior Managers, specialists and high potential graduates
Describe 3 factors that affect an organisation’s approach to recruitment and selection
Compare and contrast the benefits of 3 different recruitment methods
Compare and contrast the benefits of 3 different selection methods.
Solution
Organizational Benefits of Attracting and Retaining a Diverse Workforce
According to Adecco World (2015), diversity in any organization involves the process of
hiring and promoting a workforce composed of individuals with differences. The differences
may be of race, gender, ethnicity, physical abilities or economic backgrounds. Such kind of
combining employees promotes a culture of inclusiveness whereby all the persons feel honoured.
This has many benefits to the employers also.
A reduction in lawsuit
Any particular organization that has fully subscribed to diversity is most likely to receive
very few cases of discrimination. In such provisions, an employee can only claim of
discrimination if has been victimized or terminated due to the difference with fellow workmates.
However, if a company retains a diverse combination of workers at every level, there should be
no cause of any such or related claims, and thus, the employees will be feeling free and
motivated to meet the goals of the particular enterprise.
Increased candidate pool
Any organization or company that embraces the issue of diversity in employment attracts
a wider pool of candidature in its job opportunities. Higher-educated persons who experienced
the life of diversity at the University and college levels may feel a diverse enterprise be more
progressive and hence want to work in such surroundings. These individuals will send their
expression on interest to work with the firm and hence the employer will have a chance to
choose from a variety of skills for better production.
Positive company image
Organizations that hire and promote employees from a range of backgrounds gain a
reputation and honour of being the best employer. Customers feel valued in such businesses and
RESOURCING TALENT IN ORGANISATIONS
tend to give more business to these firms. A client whose native language is not English may
welcome individuals who can speak in their language. This will result to spread of words that the
company employs from all backgrounds.
Improved productivity
Diversity in a corporation can lead to improvement in the productivity. The organization
gains from each employee learning from the experience of others and, therefore, applying the
newly acquired knowledge in work. This combination of workers brings together people who
have varied perceptions on similar issues and hence, they can generate new and fresh ideologies
that are very crucial in decision-making.
Factors that Affect an Organization's Approach to Attracting Senior Managers, Specialists,
and High Potential Graduates
Both internal and external forces affect the strategies an organization employs in drawing
various personnel. The internal forces are the ones, which the organization has control over while
the company in question cannot manipulate the external ones.
Recruitment policy
Recruitment policy of an organization clearly defines the objective for recruitment, and
thus, it significantly affects the attractions for senior positions in the organization. The policies
should be formulated in a manner that they aid and encourage worker in realizing their full
potential and thus will attract more people.
Size of the organization
The size of a company plays a significant role in attracting more personnel especially in
the managerial positions, specialist and the high potential graduates, the bigger the size, the more
the attraction because the current world people are looking for firms which have high chances of
RESOURCING TALENT IN ORGANISATIONS
rendering them opportunities. This implies that a perception that bigger organization have a high
probability of selecting person due the expansiveness.
Rate of Growth and expansion
The rate at which an organization is developing is an incentive for attracting more
individuals to work for it. This is because a developing firm has high chances of promoting its
employees as well as creating new job opportunities.
Image/goodwill
The employer can sometimes act as a potential constraint to attraction. An organization
with an attractive image and an employer of goodwill finds it easier to attract and even retain
employees in the firm as opposed to one with a negative image. The produce of the particular
company and the industry it is found mainly affects the image.
Factors that Affect an Organization's Approach to Recruitment and Selection
Unemployment rate
The primary factor that affects the applicants and it also determines the availability of
candidates is re problem of unemployment. If an organization or company is not developing and
creating new job opportunities, then this results in oversupply of qualified candidates in the
labour market and thus unemployment. The more the applicants, the higher the chances of the
company to obtaining the good fellows to be recruited (Singh, 2013).
Competitors
The recruitment function and policies of an adversary affect that of the organization.
Based on the policies being utilized by the competitors, an organization has to modify it to be
able to fit in the job market.
RESOURCING TALENT IN ORGANISATIONS
Human resources planning
The effectiveness of the human resources planning aids in determining the gaps, which
need to be filled by new recruits. The human resource can also manipulate the recruitment
process since is the primary decision maker on this matter.
Supply and demand
The scarcity or plenty if work force within and outside the organization is a major
determinant of the recruitment process. For instance, in the case where the organization requires
more professionals, and there is limited supply than the company demand, then the company will
rely on the internal sources by offering special training concerning then same.
Compare and Contrast the Benefits of 3 Different Recruitment and Selection Methods
Internal sourcing
This is the practice of advertising an opportunity to the existing employees. This is much
beneficial to the company since the company there is little or training required by such
individuals. This method also spares the expenses of advertising all over, and it fosters loyalty
among the team members.
External sourcing
Employee candidates are searched via an advertisement in media and other possible
methods. It has the advantage that brings candidates when the company is unable to fill the
position of the current employees. This creates an opportunity for job seekers to express their
interest and even be employed.
Third party sourcing
This method involves placement agencies to look for qualified job hunters on behalf of
the company. The agents have access to well-qualified candidates whom they have interviewed
RESOURCING TALENT IN ORGANISATIONS
adequately. The agencies also save the company the cost advertising, and time for interviews.
This helps the company in acquiring the best personnel.
Of the three sourcing methods, third party sourcing seems to have more benefits than the rest. It
offers equal opportunities for all to be employment. Since that is its duty, it has the time to look
for the best candidates from anywhere and thus provision of opportunities to all. They also help
job seekers to be employed because they keep in touch with the potential employers.
RESOURCING TALENT IN ORGANISATIONS
References
Addeco. (2015). Diversity in the Workplace Benefits Employers | Adecco UK. Retrieved
from http://www.adecco.co.uk/news/diversity-in-the-work-place.aspx
Dinnen, M. (2014). 6 Advantages of Hiring Through a Recruitment Agency. Retrieved from
http://info.broadbean.com/blog/6-advantages-of-hiring-through-a-recruitment-agency
Richason IV., O. E. (2015). Methods of Recruitment & Selection | Chron.com. Retrieved
from http://smallbusiness.chron.com/methods-recruitment-selection-2532.html
Singh, N. (2013). Factors Affecting Recruitment – The Human Resources Social Network.
Retrieved from http://www.hr.com/en/app/blog/2013/11/factors-affecting-
recruitment_hobbaoej.html
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